Check your FMLA eligibility and calculate available leave weeks. Determine if you qualify for job-protected family leave.
The Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year for qualified medical and family reasons, including the birth or adoption of a child. However, not all employees or employers are covered by FMLA.
To qualify, you must have worked for a covered employer (50+ employees within 75 miles) for at least 12 months and logged at least 1,250 hours in the past 12 months. These requirements exclude a significant portion of American workers, especially those at small businesses or with shorter tenure.
This calculator helps you determine whether you likely qualify for FMLA protection and how much leave time you have available. Whether you are a beginner or experienced professional, this free online tool provides instant, reliable results without manual computation. By automating the calculation, you save time and reduce the risk of costly errors in your planning and decision-making process.
Understanding your FMLA eligibility before announcing your pregnancy or leave plans is essential. FMLA provides job protection — meaning your employer must hold your position or an equivalent one during your leave. Without FMLA coverage, you have no federal guarantee of returning to your job. Having a precise figure at your fingertips empowers better planning and more confident decisions.
Eligible if: 1. Employer has ≥ 50 employees within 75 miles 2. Employee has worked ≥ 12 months 3. Employee has worked ≥ 1,250 hours in the past 12 months Remaining Leave = 12 weeks - FMLA already used this year
Result: Eligible — 12 weeks available
With 200 employees (≥ 50), 18 months of tenure (≥ 12), and 2,000 hours worked (≥ 1,250), all three FMLA eligibility criteria are met. With no FMLA used this year, the full 12 weeks are available.
Three conditions must all be met: your employer must have at least 50 employees within a 75-mile radius; you must have worked there for at least 12 months (not necessarily consecutive); and you must have worked at least 1,250 hours in the 12 months before leave begins.
FMLA runs concurrently with, not in addition to, other leave types. If your employer offers 6 weeks of paid parental leave, taking that leave also uses 6 of your 12 FMLA weeks. Similarly, short-term disability for childbirth recovery counts against your FMLA balance.
Several states offer family leave protections that go beyond federal FMLA: lower employee thresholds, paid leave benefits, longer leave durations, or broader eligibility criteria. Research your state's specific laws to understand your full rights.
No, FMLA provides unpaid leave. However, employers may require you to use paid leave (PTO, sick, vacation) concurrently with FMLA. Some states have separate paid family leave programs that provide income during FMLA.
Small employers are not covered by federal FMLA. However, many states have their own family leave laws with lower employee thresholds. Check your state's labor department for applicable laws.
FMLA protects your job during leave. Your employer must restore you to the same or an equivalent position. However, FMLA does not protect against layoffs or termination that would have occurred regardless of your leave.
If you meet the 1,250-hour requirement (about 24 hours per week), you can qualify regardless of part-time status. However, many part-time workers do not meet the hours threshold.
Yes, if both parents work for FMLA-covered employers and meet eligibility requirements. If they work for the same employer, the combined bonding leave may be limited to 12 weeks total between them.
Yes. FMLA provides 12 weeks of bonding leave for birth, adoption, or foster placement of a child. The leave must be taken within one year of the child's placement.